technologies in talent acquisition, it’s likehaving to bake a cake from scratch overand over again.”Vendors need to set up their initialsystem implementations with clients forlong-term success, says Orler, which willmake it easier to integrate with othersystems.

Meanwhile, recruiters need to get over
their fear of technology, she says.

“I don’t see a lot of recruiters losingtheir jobs to artificial intelligence,” saysOrler. “The really good recruiters andsourcers … will finally have the flexibilityRecruiters who fear being replacedby software that can perform advancedmatching should keep in mind thatmachines still have to be taught the rightinformation, and that information changesquickly, she says.

Scheduling interviews is another
area where automation will help make
recruiting more effective, says Orler,
while the systematic communications
between recruiters, hiring managers
and candidates will be made easier by
chatbots. “By putting chatbots on your
careers site to answer FAQs and help
candidates navigate to the right jobs for
them and update them on their status …
automating those transactions creates
high value,” she says.

Recruiting the Younger Generation

Despite the stereotype of themillennial always hunched over hisor her mobile device, job candidatesbetween the ages of 25 and 35 actuallyaren’t big fans of texting, says Bayireddi.“The people who really live on Snapchatdon’t like to text that much. Voice is thenatural interface—you can order a pizzathrough [Amazon’s voice app] Alexa now,so why can’t you use it to apply for a job?”“We believe voice conversations willtake over 30 percent of web traffic,”he says, with candidates using Siri andCortana to search for jobs. “As humans,the best way to communicate with eachother is by voice, not through text.”Bayireddi predicts that lettingcandidates complete forms viavoice will become the norm.

“Millennials have a differentmindset around careers: Theytend to leave more quicklyand are looking at a job as an opportunityto learn something new and acquire newskills, and because of that, recruiters haveto start thinking harder not just aboutlooking for people on the outside but, howdo we focus on our internal people andre-recruit them? Is that a recruiter’s job ora manager’s job? I think it’s both, becauserecruiting is a team sport.”

Recruiters need to keep a closeeye on their internal talent and view a

“Today, most folks in talent acquisition areorder-takers; going forward, they’re going tobe more like doctors. I don’t think we’ll evenrecognize the talent-acquisition profession10 years from now. It’ll be like the way wethink about fax machines today.”

requisition as an opportunity to lookinside the organization to fill a job, saysMinicozzi. “The internal employeesget ignored because talent acquisitionhas an externally facing recruitingsystem, so in many cases it’s easier foran employee to go to an outside systemto apply for a job within their owncompany.”“Talent mobility should be a criticalpart of recruiting,” she says.

As for finding external talent,
candidate relationship management is
core to the future of recruiting, says
Minicozzi.

“I think if we can winnow down thepool of candidates to the ones who aregoing to be most successful based onpast experience, that’s good.”Yet there are also potential risks tothis strategy, she admits.

“I think we really have to be
thoughtful about the risk of having
recruiting systems that continually hire
essentially the same person over and
over again, and we need to ensure we’re
not doing that,” says Minicozzi.

The next 30 years will be nothing if
not interesting, she says.

“I think recruiting is the most
dynamic area of HR—it’s such an
exciting space to watch.”

Send questions or comments about
this story to hreletters@lrp.com.

Compiled by Mark McGraw Servıces Products &Anonymous Peer Reviews

Ooqio has released its Ooqio peer-review platform, designed to rank job
candidates based on feedback from
applicants’ colleagues.

Through Ooqio’s interface, users
can search by their name and city to
see their collective Ooqio ranking,
which can be used as a measurement
standard to convey value to prospective
employers, according to the company.
Employers can use a candidate’s score
to gauge whether he or she would be
an appropriate fit for a given position.

Price varies.

Ooqio, Seattle
www.ooq.io/Ooqio-Plus

Reviewing Compensation

Glassdoor has introduced Know
Your Worth, a technological tool
designed to calculate the estimated
market value or earning potential of an
individual, based on characteristics of
his or her current job, work experience
and the local job market.

Know Your Worth uses data scienceand machine-learning algorithmsthat rely on salary reports shared byemployees on Glassdoor, and analyzesreal-time supply and demand trendsin local job markets and typical careertransitions of people doing similarwork. Each user’s market value andpay range is unique to him or her andprivate, and will be recalculated weeklyand tracked over time, accordingto Glassdoor, which notes thatemployers can use the tool to createdata to be used in reviewing internalcompensation practices.Know Your Worth is available forfree by visiting the Glassdoor websiteor downloading the Glassdoor JobSearch apps for iPhone or Android.Glassdoor, Mill Valley, Calif.www.glassdoor.com

Clarity on Compensation

LinkedIn Corp. has launched
LinkedIn Salary, an application designed
to provide insight into the current
compensation
landscape,
including
salaries,
bonuses and
equity data for
specific job titles
as well as the
various factors
that impact pay.

Accordingto LinkedIn, the

LinkedIn Salary platform offers detaileddistribution of base salaries along withadditional elements such as stock andannual bonuses, and the locationsthat pay the most for specific jobs, aswell as the number of job openings inthese places. Users can also view howpay differs for job titles depending oncompany size, and can access detailson how employees can expect salariesto change based on their current andfuture experience in the field.LinkedIn Salary is available at nocost to LinkedIn members.LinkedIn Corp., Mountain View,Calif.https://www.linkedin.com/

The Affordable Care Act Wellness
Program includes 12 one-hour sessions
for $2,000.

PDS, Blue Bell, Pa.
www.pdssoftware.com

Managing Rewards

Entertainment Benefits Group
has released its web-based Reward
Management Solution, available for
employers on EBG’s corporate benefits
platforms: Ticketsat Work, Plum
Benefits and Working Advantage.

The rewards platform offers
employers with a way to manage
employee recognition programs,
offering multiple reward types and
the support of dedicated account
executives. The platform also offers
employees free access to thousands of
reward and incentive products, as well
as the ability to redeem rewards for gift
cards from participating retailers.